Field Service Engineer Commercial Business – UK

Due to the unforeseen departure of the previous incumbent the client required a swift replacement in order to mitigate any loss in customer satisfaction and ensure continued service delivery.  This was a time critical placement and required not only a swift resolution but needed the right blend of skills and cultural fit.

The Challenge
Although the brief given was clear cut, the salary levels / career prospects on offer made this campaign challenging, especially given the necessary level of technical skills required.  In addition, the client had recently undergone a management change which meant the new structure was not used to working with the Wallace Hind methodology.  This necessitated the building of a new client relationship, ensuring the new hiring authority felt they could rely on us to perform. We recognised the importance of communicating regularly with all parties to ensure the process ran smoothly, which it did.

The WH Solution
Having reviewed the job brief with all parties, it was agreed we would run an E-Search campaign specifically targeting suitable candidates working at Field Service Engineer level, with a particular emphasis on customer service and a blend of both mechanical and electrical experience. We knew the advertisements and particularly the package, had to be positioned correctly to attract the right calibre of candidates. It was also imperative that we had a robust recruitment process in place that enabled us to recognise the required skills but also that we had pre-agreed interview times so that candidates did not fall out of the process due to delays in getting decision makers to interview.

The Results
Based on the role on offer, we knew we would receive a large response but also knew few would truly meet the blend of skills required.  From the 327 individuals who applied, 22 fully met the brief. Those 22 were reduced, after completing our request for additional information (Addendum) to 13 and further to 9 after our interviews.  Of those 9 candidates, 7 were taken through to a short face to face interview with the client followed by a longer second interview for 3. The position was subsequently offered and accepted. 

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